by: Michelle Fish | CEO
Several clients have recently expressed concern over the growing challenges they face in finding and attracting top employees. With the demand for high caliber candidates currently outweighing the supply, companies need to put their best foot forward in order to attract these top players. Remember, your competition has their eye on the same people you do, so it is critical that your recruitment process stands above the rest. Below I have outlined a few simple ways you can impress A-level candidates during the recruitment process:
1) Set Proper Expectations:
Let A-level candidates know how many interviews will be conducted and who they will be interviewing with. Clearly outline your company’s process regarding testing, assessment, reference and background checks. Most importantly, let candidates know when you hope to have a final decision made. An added advantage to this approach is that, by getting stakeholders to commit to a timetable, you expedite the decision-making process, which is needed with highly sought-after candidates.
2) Be Candidate-Centric:
The interview process is often a one-way flow of information that requires the candidate to offer up a lot of details without receiving much in return. Treat A-level talent like a customer and remember that customers have the option of going with one of your competitors. Spend time understanding candidates’ needs and addressing any concerns that he or she might have. Take this opportunity to get a better understanding of the competitive situation, how the job-search is going and how your company’s opportunity compares to others.
3) Be Flexible:
While many companies promote flexibility and work-life balance to attract talent, these values are not always reflected in their selection process. Make an effort to meet A-level candidates when their schedule can accommodate it. Don’t put them in the situation where they have to lie to their current employers in order to meet you during business hours. There are only so many doctor’s and dentist appointments that a person can have. Always thank A-level talent for taking time out of their busy day to meet you.
4) Employ a User-Friendly Testing Process:
Many companies incorporate some form of assessment or testing into the selection process. If done properly, this can reflect well on your organization and be leveraged to position your company as progressive and objective. If this is done poorly, the opposite is true. Here are some general guidelines when administering tests to A-level talent:
- The candidate should not be ambushed by the assessment – they should know in advance why they are being assessed.
- The time spent being assessed should reflect the job – senior-level candidates may be expecting a two-hour assessment process – entry-level candidates are not.
- Review assessment results with the candidate and discuss how your company can accommodate his/her motivational needs and leadership style.
*Source: The McQuaig Institute, www.mcquaig.com
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